TSSA Ballot on TfL Bands 1-3 Pay Offer 2016

1. TfL's Final Pay Offer for 2015-16

TfL’s final pay offer is a pot for base pay increases totalling 1.0% of the pay budget (£225M) which will be distributed using the Pay for Performance mechanism. We want to know your views on this offer, pay and performance awards. Please take five minutes to complete this survey by 12 noon on Monday, 26 September.
Colleagues in London Underground recently received a 1.3% pay rise, in line with inflation which is also 1.3%
The average pay increase paid to senior managers (bands 4 and 5) and directors was 5.1%, and their average performance award was 7.7%
The average pay rise paid to directors was 7.8%, and the overall budget for their pay rises was just under 4%. The average performance award paid to directors was 19.5%, or just under £33,000, and the overall budget for their awards was 18.6%.

Under Pay for Performance many long-serving staff do not receive a consolidated pay rise. TSSA continues to argue for a single, transparent, negotiated rise in base pay for all staff.

The distribution of pay rises under Pay for Performance is not something TfL management will negotiate. Nor will they negotiate the size of the budget for performance awards.

Having increased their previous offer of 0.75% to 1.0%, below the rate of inflation, TfL then made a number of last minute changes to the way in which pay rises and performance awards will be distributed.

For example, the 4 rating awards for staff in zones, B, C and D are all 0.5% lower than last year. This means higher performers in 2016 will receive a lower increase than they would have in 2015.

Secondly, the budget for performance awards, which was 3% last year, will only be 2.5% this year. This obviously means that performance awards for most staff will be lower than last year.